Driving Organizational Change & Change Management through Metrics

Transcription

1 Driving Organizational Change & Change Management through Metrics Jo Watson Director, EMEA Diversity & Inclusion

2 Intel. 50 years of innovation and breakthrough. Placeholder Footer Copy / BU Logo or Name Goes Here

3 Intel INVENTS. We make the most AMAZING experiences of the future possible. Placeholder Footer Copy / BU Logo or Name Goes Here

4 Intel Is Evolving. Diversity & Inclusion Are together A Driving Force FOR OUR GROWTH. Placeholder Footer Copy / BU Logo or Name Goes Here

5 FULL WORKFORCE REPRESENTATION BY 2020 Placeholder Footer Copy / BU Logo or Name Goes Here

6 ACHIEVE FULL WORKFORCE REPRESENTATION Accelerating diverse hiring Retaining our diverse talent Advancing careers Fostering inclusion

7 Accelerate diverse hiring: actions & results Corporate Financial Performance Annual Performance Bonus Diverse hiring trends 1 DIVERSE HIRING kicker Business Unit Goals 31.9% 1, % 2, % 2, X Total Hires 41% Increase Source: 1 Intel Diversity Annual Reports US Data Only

8 Retain diverse talent: actions & results Male The warmline 1 Female representation 2 Female 24.8% 25.8% Compensation Performance 23.5% Manager Career Progression Source: 1 Intel Warmline Data 2016 (US Data) 2 Intel Diversity Annual Reports (Global Data)

9 Advancing careers: actions & results 5.5K WOMEN AT INTEL NETWORK 1.5k PAY IT FORWARD MEMBERS 90 INEW MEMBERS 800 SENIOR WOMENS COMMUNITY Source: Women at Intel: By the Numbers March 2017 (Global Data)

10 Advancing careers: actions & results 41% 2016 Female VP Appointments Women at senior grades % 2016 Female Fellow Appointments Source: 1 Intel Diversity Annual Reports (US Data Only) 2 VP & Fellow Data 2017 (Global Data)

11 Fostering inclusion: baseline on the challenges Unconscious bias Higher exit rate Physical isolation Source: Women's Progression & Advancement CSD Jan 2014 Multicultural Retention & Progression CSD, July 2016

12 Fostering Inclusion: Engage the majority

13 Fostering inclusion: maturity model influence Others recognize you as a SME, an accountable ally, a colleague with humility and a leader with a clear point of view practice Experiment cautiously, with a mix of awkwardness and confidence in skills, learning to contribute inclusively across aspects of diversity ENGAGE Motivated to raise awareness and early learning with colleagues and stakeholders Step up Confidence growing with diversity and inclusion at work, through solving problems and building trust Source: The Learning Framework for Developing Inclusive Intel Greatheart Consulting 2017

14 Fostering inclusion: Manager DASHBOARD EXAMPLE - BEHAVIORS I will listen for understanding, making sure I hear what my colleagues mean to say I will become an expert at affirming the character & contribution of each person in my sphere of influence 67% 51% 35% I will watch for situations where colleagues are not behaving inclusively and find effective ways to talk to them about what I observed I will monitor my words to avoid exclusionary language that stereotypes others I will carefully evaluate data by dimension of diversity, talk with my team about the results and work together to improve our numbers 90% 27% 78% I will seek input on workplace challenges & strengths with small groups of similar stakeholders Source: The Learning Framework for Developing Inclusive Intel Greatheart Consulting 2017

15 Fostering inclusion: Diverse Hiring YTD MANAGER DASHBOARD EXAMPLE HIGH PERFORMING INCLUSIVE TEAMS Diverse Hiring Trends Department Norm Progression Trends 40.2% GAP 18 Hires Team Data Manager Parity Gap Performance Management Gap Retention Gap -7% 0% 0% NB: Illustrative Example

16 Inclusion at Intel: strategic alignment Employee Engagement I Intel Values I I People Project I I Circuit I I Celebrations of Diversity I Leader Engagement I L2L Chats I I M2M Forums I I Inclusive Leaders I Campaigns I Inclusion Campaign I I One Intel I I Hack Harassment I CULTURAL SHIFT Communities I WIN I Other ERGs I I INEW I Senior Women s Community I I BU Diversity Champions & PMs I I Mentoring/Sponsorship I Events I I 3 Summit I Tools I LEAD I MANAGE I GROW I I Hiring Best Practice I I Breaking Bias I I Performance Management I I Diversity@Intel I

17 Driving organisational change: summary & Lessons learned Lead from the Top Make Managers Accountable Develop Inclusive Behaviours Recognise & reward Progress

18 DRIVING DIVERSITY ISN T ROCKET SCIENCE, IT S HARDER WE ARE TRYING TO DO INSIDE OF OUR WALLS WHAT SOCIETY IS TRYING TO DO OUTSIDE Roz Hudnell, VP, Human Resources Director, Corporate Affairs President, Intel Foundation

19 Learn more HBR Podcast: Making Intel More Diverse Placeholder Footer Copy / BU Logo or Name Goes Here